St. Louis Park Public Schools — Transcript
Sunday, September 20, 2026
School Leadership and Staff Stability
District Performance and Achievements
Special Education and Transition Services
District Financial Management and Referendum
Employee Compensation and Contracts
Votes (21)
Public Comment: Support for Aquila Principal Maria Graver
Diane Jackson, a parent at Aquila, spoke on behalf of parents, guardians, students, and staff to advocate for the stability and retention of Principal Maria Graver. She praised Ms. Graver's leadership, caring nature, professionalism, and commitment to Aquila's success and student interests.
Superintendent End of Year Report
Superintendent Dr. Hines presented a year-in-review, highlighting accomplishments like student achievements (scholarships, awards, graduation rate of 89.74%), the first empowerment conference for female athletes, and successful construction projects (Aquila, graduation field). She also discussed financial stewardship, safety protocol expansion (reunification process), and various district awards and recognitions for staff.
Site Improvement Plans (SIPs) Review
Executive Director Dr. Cooper introduced the SIP reviews, commending site leaders for their hard work. Principals from the high school, middle school, Aquila, Park Spanish Immersion, Peter Hobart, and Early Learning presented their progress on goals related to instruction, data use, literacy, family engagement, and social-emotional learning. Many sites reported successes in achieving or partially achieving goals, with some data pending. Specific achievements included significant math growth at Aquila and a reduction in daily referrals at Early Learning.
Superintendent Evaluation Summary
Vice Chair Anderson summarized the annual superintendent evaluation, which took place in a closed meeting. The evaluation focused on four key performance areas: priorities/strategic planning, information for decision-making, budget development/maintenance, and relationships with the community. The board expressed appreciation for Dr. Hines's focus on stakeholder input, cross-functional planning, accurate information provision, budget alignment, and building strong community and law enforcement relationships. The board conveyed confidence in her leadership and strategic vision.
Transition Plus Program Update
Keisha Anderson, a teacher with 26 years in the district, presented on the Transition Plus special education program, which helps students with IEPs develop independent adult life skills. She detailed the program's three pathways for diverse student needs, staffing (teachers, work coordinator, social worker, paraprofessionals, job coaches), and curriculum focusing on employment skills, post-secondary options (e.g., Hennepin Technical College), independent living, and financial literacy. Key community partnerships with Matter and Nordic Ware (paid workplace) were highlighted. Anderson also discussed efforts to develop new data tracking methods and emphasized the program's goals of inclusivity and independence for students. Future plans include strengthening local partnerships and building connections with high school students and families.
MDE Positive Review and Comment for Referendum
A brief update was provided on the Minnesota Department of Education's (MDE) positive review and comment for the district's upcoming referendum. Director Cox clarified that this process ensures the legitimacy of the referendum's purpose and numbers, aiming to build community confidence in the district's proposal.
Fiscal Year 2027 Budget Approval
Moved by Director Taylor [00:52:16] · Seconded by Director Patrick [00:52:19]
The Fiscal Year 2027 budget was presented for approval. It was noted that the budget had been previously presented at a study session, and no further changes or discussion were required before the vote.
Terms and Conditions of Employment for Supervisor Manager Employee Group
Moved by Director Patrick [00:53:13] · Seconded by Chair Mancini [00:53:16]
Director Louie presented the proposed terms for the supervisor manager group (22 employees). Key changes included 2% wage increases for both years, an increase in the 403b contribution match to 3.25%, and adjustments to health insurance contributions. Non-economic changes involved modifications to professional development language for greater flexibility, an increase in mileage allowance (from $1,800 to $2,400) to reflect travel frequency, the addition of Minnesota paid leave language, updated job titles, and a new probationary period clause.
Terms and Conditions of Employment for Professional Employee Group
Moved by Director Colin [00:55:54] · Seconded by Chair Mancini [00:55:56]
Director Louie presented terms for the professional group (34 employees, non-supervisory professional-level positions). The package was similar to the supervisor group, including 2% salary increases over each year, an increased deferred compensation match, and comparable health insurance contributions. No changes were made to the mileage for this specific group.
Terms and Conditions of Employment for Technical Employee Group
Moved by Chair Mancini [00:56:39] · Seconded by Director Taylor [00:56:41]
The terms for the technical employee group (hourly employees) were presented. Key changes included aligning with other hourly unionized groups by removing the career increment and adding a retention stipend as a flat amount separate from the hourly rate. Steps one through four were eliminated, making step five the new step one, to increase the starting rate of pay for recruitment competitiveness.
Terms and Conditions of Employment for Operations Supervisors Employee Group
Moved by Director Celia [00:58:19] · Seconded by Director Patrick [00:58:22]
Terms for operations supervisors (6 employees in facilities, maintenance, school nutrition, and secondary front offices) were presented. These were largely similar to other groups, with 2% salary increases and changes to deferred compensation.
Terms and Conditions of Employment for Administrators Employee Group
Moved by Director Colin [00:59:44] · Seconded by Director Celia [00:59:46]
Director Louie outlined significant changes for the administrator employee group (8 individuals, including executive directors and assistant superintendent). Compensation changes included 2% salary increases and an increase in the tax-sheltered annuity for employees with 3+ years of service ($3,000 to $5,000). Health/dental benefits were aligned, and Minnesota paid leave language was added. More substantial changes to individual contracts were also discussed: new language for at-will employment if no new contract is signed, broader district discretion for termination due to organizational or financial reasons, removal of the PELRA grievance process for non-renewal, a waiver of tenure for licensed positions, and a requirement for administrators to notify HR of outside employment exceeding $100.
Assistant Superintendent Contract Approval
Moved by Director Taylor [01:04:12] · Seconded by Director Patrick [01:04:13]
Approval of the individual contract for the Assistant Superintendent, falling under the general terms discussed for the Administrator Employee Group.
Executive Director of Business Services Contract Approval
Moved by Chair Mancini [01:04:54] · Seconded by Director Celia [01:04:56]
Approval of a three-month contract for the Executive Director of Business Services, acknowledging the short-term arrangement.
Executive Assistant to the Superintendent Contract Approval
Moved by Director Colin [01:05:43] · Seconded by Director Patrick [01:05:45]
Approval of the individual contract for the Executive Assistant to the Superintendent, for a two-year term.
Executive Director of Human Resource Contract Approval
Moved by Director Susie [01:06:21] · Seconded by Director Celia [01:06:23]
Approval of the individual contract for the Executive Director of Human Resources.
Executive Director of Community Education Contract Approval
Moved by Chair Mancini [01:07:07] · Seconded by Director Susie [01:07:09]
Approval of the individual contract for the Executive Director of Community Education. Chair Mancini specifically commended Director Howard's work, particularly regarding the budget and programs.
Executive Director of Assessment Research and Evaluation Contract Approval
Moved by Director Susie [01:08:14] · Seconded by Director Taylor [01:08:16]
Approval of the individual contract for the Executive Director of Assessment Research and Evaluation.
Executive Director of Information Services Contract Approval
Moved by Director Celia [01:08:52] · Seconded by Director Colin [01:08:54]
Approval of the individual contract for the Executive Director of Information Services.
Executive Director of Communications Contract Approval
Dissent: One unknown board member voted against the motion.
Moved by Director Colin [01:09:31] · Seconded by Director Susie [01:09:32]
Approval of the individual contract for the Executive Director of Communications.
Aquatics Supervisor Contract Approval
Moved by Director Taylor [01:10:20] · Seconded by Chair Mancini [01:10:22]
Approval of the individual contract for the Aquatics Supervisor.
Notable Quotes (10)
Aquila needs stability. Aquila needs Maria Graver. At Aquila, we ask our students to make connections. I think we all know this one, yeah, parents? Between their learning and the world around them. We, too, make these connections. And here are the connections we have made with Maria Graver in the years we've known her. She is a leader. Maria is caring and kind. She is balanced and professional. Maria is present. She is consistent. And she is just.
First, I want to give gratitude to our administrators, our staff, and our families, and our students for their dedication that they put into this school year despite all of the challenges that we experienced through in our city.
And as you look and you see what goals are met and also what goals may not have been met, it might just be not yet as we continue to uh grow and continue to improve in our area.
Board members are confident in Dr. Hines' ability to lead and will support the continuance of her strategic direction and vision to support the needs and academic achievement for each student in the district.
I think the key is inclusivity within our community, within our St. Louis Park Schools community, but also having our students be included in the community at that the larger sense of the community. And then, the other the other word is I thought I keyed in on here is independent. And I think Transition Plus is an opportunity for our students to learn skills, to develop adult life skills that will lead them to live in the least restrictive environment possible.
This is just a legal process that says that somebody you can't just be going out and be putting something on a ballot and just saying like it's We're doing this for whatever. It's saying somebody's put their eyes on it at MDE and said this is legit. The things that they're talking about, the numbers that they put in here. This should instill confidence in our community.
Most people we found were on average using some of the mileage, but weren't using all of it. So, we just removed the language saying that if people are also driving outside of the metro. Now, if someone is exceeding the number of miles and feels that they are using more than this, then we can have that conversation and look to see and evaluate their miles each month and have that conversation with the supervisor to see if we need to move them to a different level or compensate them for additional miles that they're driving.
We did that so that we can recruit and just have a higher higher starting rate of pay to align with the market when looking at some of these positions.
So we wanted to make sure that the district has a little bit more flexibility when we're trying to plan, look at budgets, and make sure that we're um, planning accordingly. ... Now there's a little bit more flexibility for the district should there be financial reasons or reorganization purposes that the district would like to make that decision.
We want to make sure that we understand um meaning Dr. Hines, myself, we understand what each executive director is doing should they decide to have outside employment so that way we can be aware of that. So any outside employment that individuals being paid more than $100 we're requesting that they just notify um Dr. Hines, human resources of any intent to be employed so we're aware just because of the nature of the job being on call and just making sure that we are readily available should something happen or the district need us.
Ordinances & Resolutions (8)
A discussion item that was moved from the June to the August 12th meeting due to a dense agenda.
A letter from the Minnesota Department of Education affirming the legitimacy of the district's referendum on the August 11th ballot.
The budget for the upcoming fiscal year, presented for approval.
Contract outlining employment terms for district supervisors and managers.
Contract outlining employment terms for non-supervisory professional-level positions.
Contract outlining employment terms for hourly technical employees.
Contract outlining employment terms for operations supervisors in facilities, nutrition, and secondary offices.
Overarching compensation package and individual contracts for executive directors and the assistant superintendent, with notable changes to district flexibility and employment terms.